On a personal note: I am a consultant, working in higher education spaces, and a resident and educator in the state of Florida. I have wanted to write this blog for many months, as I have been shocked and disappointed in the systematic dismantling of DEI efforts across the US. I am publishing this blog, knowing that as the political landscape shifts, so will some of our work in this area. I am very clear on one thing- as Student Affairs professionals we must not sit idly by and stop our mission-critical work to create safe, inclusive, and welcoming campus communities. Our students, our institutions, and our communities need our voices and our impact.
In today's complex political landscape, promoting equity and belonging is not just an aspiration but a fundamental responsibility for Student Affairs profesionals. In places where political and social climates can sometimes pose unique challenges, it's crucial for higher education leaders to implement thoughtful and proactive strategies. In fact, it becomes even more crucial to foster an environment where all students, inclusive of their background and their identities, feel valued and that they belong at your institution. I understand that you may be limited by statute, instititional policy, and in some cases, with a threat to your employment- so please keep those in mind and plan out your strategy accordingly. Not all ideas will work in all environments.
So what can we do as #SAPros?
Community Engagement: Establish connections with local communities to understand their values and concerns. Engaging in open dialogue fosters trust and paves the way for collaborative initiatives. Focus your external efforts on the unique needs of your local communities. What communities do you serve? What is your community's unique history and context?
Emphasize Universal Values: Focus on shared values that transcend political divides, such as respect, kindness, and the importance of education. Emphasizing these universal principles helps create a common ground from which to build inclusive practices. Highlighting stories of successful and diverse alumni can also demonstrate the value of inclusivity.
Pursue Strategic Partnerships: Collaborate with local organizations and influencers to amplify your efforts. Building alliances within the community reinforces the message that inclusion is not just a checkbox but a shared value. Research, such as the study by Page-Gould et al. (2019), emphasizes the importance of tailored DEI strategies that resonate with the cultural context of red states or more conservative or legislated areas.
Foster Inclusive Policies: A study from the University of California, Berkeley (2020) shows that implementing inclusive policies can foster a sense of belonging even in politically charged environments. Start by establishing clear and equitable policies that protect and support all students. Your policies should ensure that all students are free from discrimination and have equal opportunities for success.
Engage in Open Dialogue: A study published in "Social Psychological and Personality Science" found that highlighting shared values and beliefs can reduce political polarization and enhance feelings of inclusivity. Encourage open and respectful dialogue about diverse perspectives. Research published in the "Journal of Social and Political Psychology" (2018) indicates that constructive dialogue across political divides can reduce hostility and improve mutual understanding. Dialogue skills can be taught and learned. The University of Illinois offers an intergroup dialogue for all residence life paraprofessionals to encourage these essential community-building skills. Ensure that facilitators are trained in cultural competence to maintain a constructive environment.
Challenge Stereotypes & Practice Empathy: Actively challenge stereotypes and biases, even when it might be uncomfortable. Be willing to confront your own biases and demonstrate the importance of self-awareness and personal growth.Encourage empathy in your interactions. Help students understand and appreciate the experiences of others and how belonging can be forged for all students.
Leverage Technology: Encourage those who have a desire for training and development that may not be available at your institutuion or in your state to leverage technology and virtual spaces where students can connect and share their experiences. Online forums, social media groups, and virtual events can supplement in-person efforts and reach a broader audience.
Model the way & be approachable: A report by the University of Southern California (2019) suggests that leaders who model inclusive behaviors can positively influence their community. Acknowledge the richness that diversity brings to your campus. Celebrate different backgrounds, beliefs, and experiences. Make yourself approachable and available to students who might feel marginalized or uncomfortable due to the political climate. Create a safe space for them to express their concerns and seek guidance.
Lead with Integrity: Above all, lead with integrity. Your actions should align with your words. Your consistency in modeling inclusion and belonging will have a profound impact on your community. Build a community of educators who also lead with integrity.
Practice Self-Care: Building an inclusive campus can be emotionally draining in spaces where this work is highly charged or legislated. Make sure to prioritize your own well-being so you can sustain your efforts.
Promoting equity and belonging as a #SAPro is more important now than ever. By fostering belonging and inclusion into the fabric of our institutions, we can create a college experience that is truly enriching and transformative for all students, inclusive of their backgrounds and the political climate of the region.
Resources:
Page-Gould, E., Mendoza-Denton, R., & Tropp, L. R. (2019). With a little help from my cross-group friend: Reducing anxiety in intergroup contexts through cross-group friendship. Group Processes & Intergroup Relations, 22(4), 489-504.
Kalev, A., Dobbin, F., & Kelly, E. (2019). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 74(4), 622-647.
Devine, P. G., Forscher, P. S., Austin, A. J., & Cox, W. T. (2019). Long-term reduction in implicit race bias: A prejudice habit-breaking intervention. Journal of Experimental Social Psychology, 54, 126-137.
American Council on Education. (2019, November). "Diversity in Higher Education: Benefits and Challenges."
Journal of Higher Education. (2020, January). "Psychological Safety and Belongingness in the Classroom."
Journal of Diversity in Higher Education. (2021, March). "Inclusive Teaching in Higher Education: Evidence of Its Impact on Educational Outcomes."
Association of American Colleges and Universities. (2020, February). "The Impact of Diversity and Inclusion on Student Learning and Engagement."
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